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Subscribe to this list via RSS Blog posts tagged in Discrimination Advice Lawyers Harborne

Organisations run the risk of hampering their own growth by failing to see through the implementation of diversity and inclusion policies, according to research from the Chartered Institute of Personnel and Development (CIPD).

By focusing on introducing policies and overlooking how to embed diversity and inclusion, organisations run the risk of not responding to the diverse customer base of modern business.

Instead, firms need to consistently emphasise to front-line managers the simple fact that more diverse teams are more effective, innovative, and better equipped to deliver superior performance and growth. 

The report finds that diversity and inclusion (D&I) is increasingly fundamental, rather than a fringe issue: 83% of organisations have strategies and policies in place and 57% expect D&I to become more important in the next five years. However, too many organisations are still not looking beyond their legal requirements and too few have a truly embedded approach to D&I that is integral to their talent management strategies.

A recent survey by Ernst & Young has found that the glass ceiling is dead as a concept for today’s modern career. Two thirds of women polled believe they faced multiple barriers throughout their careers, rather than just a single ceiling on entry to the boardroom.

Based on the results, Ernst & Young has identified four key barriers to career progression for today's working women. These barriers are: age, lack of role models, motherhood, and qualifications and experience.

Liz Bingham, Ernst & Young's managing partner for people, said: "The focus around gender diversity has increasingly been on representation in the boardroom and this is still very important.

"But the notion that there is a single glass-ceiling for women, as a working concept for today's modern career, is dead. Professional working women have told us they face multiple barriers on their rise to the top. As a result, British business is losing its best and brightest female talent from the pipeline before they have even had a chance to smash the glass ceiling. We recognise that in our own business, and in others, and professional women clearly experience it – that's what they have told us."

The survey identified age – perceived as either too young or too old – as being the biggest obstacle that women face during their careers. Around 32% of women questioned said it had impacted on their career progression to date, with an additional 27% saying that they thought it would inhibit their progression in the future.

Most markedly it was women in the early stages of their career that seemed to be most acutely impacted – with half of all respondents between 18 and 23 saying age had been a barrier they'd already encountered in their career.

A recent report from work-life charity Working Families has revealed that many parents are facing impossible choices and discrimination at work.

The report, which was based on calls to the charity's free legal advice line, found that employers are less willing to consider a variety of working patterns, and are imposing changes which undermine parents’ ability to combine work and childcare.

The report also revealed that 8% of calls in 2011 concerned pregnancy and maternity discrimination, including callers dismissed when they told their employer they were pregnant, demoted on their return to work, and unfairly selected for redundancy.

Other callers reported that they could not afford to return to work after childbirth, because of high childcare and travel costs, while parents of disabled children could not find any affordable, appropriate childcare.

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